https://padlet.com/hbarclay1/yp44s9kuzsh9 Ready-Fire-Aim en-us 2018-10-12 23:44:35 UTC 2018-10-17 03:47:33 UTC hello@padlet.com hbarclay1 https://padlet.com/hbarclay1/yp44s9kuzsh9/wish/292368349 As a new leader, it is important to note the "too-fast-too-slow" dilemma. When a leader moves "too fast", the culture being affected will likely rebel. If a leader moves "too slow" then they risk being absorbed into the culture without making any changes. The important thing to remember is that, as a new leader, you must take care in developing new relationships. With a developed relationship, then you will be in a better position to begin to push for change.]]> 2018-10-12 23:51:30 UTC https://padlet.com/hbarclay1/yp44s9kuzsh9/wish/292368349 hbarclay1 https://padlet.com/hbarclay1/yp44s9kuzsh9/wish/292369007 When trying something new, despite preparation efforts, you are bound to have a bumpy start with implementation. This is normal and expected - however, it does not make a leader's job any easier. Leaders must be aware that their job is to help people get through the "dip" of implementation. It is also imperative that leaders understand that resolute leadership and empathy will help them through periods of feeling stuck. Being able to be flexible yet to not forget their purpose will carry leaders through to the end.]]> 2018-10-13 00:03:43 UTC https://padlet.com/hbarclay1/yp44s9kuzsh9/wish/292369007 hbarclay1 https://padlet.com/hbarclay1/yp44s9kuzsh9/wish/292369821 Fat plans can happen easily. When a leader plans they are working without the input from other people. As Fullan points out: PowerPoint slides don't talk back! This does not mean you should avoid planning - it simply means that you need to plan with some priorities in mind. Plans do not have to be elaborate and lengthy, they only need to be short and clear. When the plan is short and the people know exactly what they need to do, then a lot of the mess that comes with large plans is already eliminated. Less is more!]]> 2018-10-13 00:16:42 UTC https://padlet.com/hbarclay1/yp44s9kuzsh9/wish/292369821 hbarclay1 https://padlet.com/hbarclay1/yp44s9kuzsh9/wish/292369831 Often times, we change our behaviors before we completely understand the new beliefs. In a way, it can be the behavior change that instigates more openness to new beliefs. Fullan states that if you give people a nonthreatening circumstance (or as much as possible) and build up from that point, then they are more likely to change their behaviors in a positive manner.]]> 2018-10-13 00:16:57 UTC https://padlet.com/hbarclay1/yp44s9kuzsh9/wish/292369831 hbarclay1 https://padlet.com/hbarclay1/yp44s9kuzsh9/wish/292369861 You may think that communication before implementation is important. However, would you believe it if I told you that it is even more crucial during implementation? Communication beforehand means nothing to the people - they have no foundation to attach emotions and therefore they do not retain that communication. Action is needed to help make communication successful. Action can be as simple as listening (and that is exactly what people want - to be heard!). 
Two-way communication will identify problems much quicker, giving the leader more time to actively work towards refining their vision and resolving conflict.]]> 2018-10-13 00:17:19 UTC https://padlet.com/hbarclay1/yp44s9kuzsh9/wish/292369861 hbarclay1 https://padlet.com/hbarclay1/yp44s9kuzsh9/wish/292369906 Implementers can learn best from other implementers that are in a similar situation and a bit further ahead. This can be a powerful strategy in helping other leaders push themselves forward. Learning from other peoples' mistakes and victories is a valuable strategy for all leaders.]]> 2018-10-13 00:17:55 UTC https://padlet.com/hbarclay1/yp44s9kuzsh9/wish/292369906 hbarclay1 https://padlet.com/hbarclay1/yp44s9kuzsh9/wish/292369933 Excitement must be earned - you can't just make it appear out of thin air. Excitement can also be very delicate. Easily destroyed and easily built up. Leaders who aim to build excitement through results will strive to see small early successes. This way, people are less discouraged as more hard work and effort is needed. Successes, though small, are genuine results and give people a reason to feel proud.]]> 2018-10-13 00:18:20 UTC https://padlet.com/hbarclay1/yp44s9kuzsh9/wish/292369933 hbarclay1 https://padlet.com/hbarclay1/yp44s9kuzsh9/wish/292370013 It is easy for people to become "stuck" when they become familiar and comfortable with how things are done. This can suffocate change and make it impossible to implement that goes beyond their realm of comfort. Leaders must practice purposeful learning and how that taking risks is a part of being a successful group or organization.]]> 2018-10-13 00:19:29 UTC https://padlet.com/hbarclay1/yp44s9kuzsh9/wish/292370013 hbarclay1 https://padlet.com/hbarclay1/yp44s9kuzsh9/wish/292370036 Being assertive can go both ways. Leaders can be assertive once they have established trusted relationships, when they have a great idea, and when they empower the people they lead. Leaders must have taken the time to learn and to continue to learn as they go. They must have humility, knowledge, wisdom, and the ability to assert their ideas or thoughts in a clear way.]]> 2018-10-13 00:19:49 UTC https://padlet.com/hbarclay1/yp44s9kuzsh9/wish/292370036